Loading…Loading…Loading…Most NGOs run payroll on one spreadsheet that one person understands, and rebuild the PF and ESI formulas every time a rate changes. Sevastack runs the monthly payroll on the single wage definition the labour codes introduced, computing PF, ESI and state professional tax per employee and splitting salary cost across projects.
Eleven categories are excluded — HRA, conveyance, overtime, commission, employer PF, bonus payable under law, and so on. If those excluded components together exceed half of total remuneration, the excess is added back into wages.
Sevastack applies this to PF and carries it through proration and loss of pay, so the base is the wages actually paid that month, not a figure frozen when the structure was created.
Well-settled mechanics, but the treatment of variable pay is still argued in practice. Treat the output as a well-founded default your CA can override.
Each recomputed every run against current ceilings, not copied forward from setup.
Sooner or later a funder asks the question every NGO dreads: how much of our grant went on salaries, and whose? Generic payroll software cannot answer it, because it never knew which project the person was working on. Sevastack allocates each employee's salary across the projects they actually worked on, so utilization certificates and grant reports carry real staff costs instead of a defensible-sounding guess.
One salary, two funders
Field coordinator · ₹28,000 / month
The same split lands in your utilization certificate, your grant report and your Income & Expenditure account — salary stops being the cost that goes missing from the statements.
The small recurring jobs that eat a week every month when HR runs on a spreadsheet.
Create salary structures for multiple employees at once
Bring an existing staff register in from a spreadsheet
Record and track advances against future payroll runs
Employees submit tax-saving declarations through their own portal
Organize employees into departments for reporting and approval routing
Auto-generated offer letter PDFs for new hires
Formal accept/reject flow with HR notes, not an email chain
Decide which leave, attendance, claim and payslip emails go out at all
Moving from a spreadsheet? Import the staff register in bulk rather than typing fourteen employees in one at a time.
Every HR email — leave decisions, missed check-ins, claim approvals, payslips — is a switch your organisation controls, not a default nobody asked for.
Sevastack is an HR and payroll platform built for Indian non-profits. It runs monthly payroll with PF, ESI and professional tax calculated automatically per employee, generates payslip PDFs, allocates salary costs across projects for grant and CSR reporting, and gives employees a multi-language self-service portal. Opening an account is free; HR and payroll are included from the Starter plan at ₹749 per month, and TDS on salary from the Growth plan.
Yes. The four labour codes came into force on 21 November 2025 and replaced the separate wage definitions the EPF Act, ESI Act, Payment of Gratuity Act and Payment of Bonus Act each carried with a single definition under section 2(y) of the Code on Wages, 2019. Sevastack computes statutory contributions on that definition — basic pay plus dearness allowance plus retaining allowance — and applies the fifty-per-cent proviso, which adds excluded components back into wages when they exceed half of total remuneration. The mechanics are settled, but the treatment of variable pay is still argued in practice, so treat the output as a well-founded default your CA can override.
Yes. PF is computed on the labour-code wage definition and recomputed each month on wages actually paid, with the ₹15,000 EPF wage ceiling applied and the 8.33% EPS pension share carved out of the employer contribution. ESI applies the ₹21,000 threshold with contribution-period continuity. Professional tax is applied as a flat monthly state levy from the employee's state slab. TDS on salary is included from the Growth plan.
Loss of pay is derived from attendance: only days the employee was rostered for count, and an unmarked day is treated as unpaid. If the month has too little attendance coverage, Sevastack assumes attendance simply was not taken and pays in full rather than docking everyone — and it flags the run so you can see why. An HR user can also set loss-of-pay days manually. PF and ESI follow wages actually paid, so a loss-of-pay month reduces contributions correctly instead of deducting a full month's.
Yes. Sevastack supports project-wise salary cost allocation, so an employee working across two grant-funded projects can have their salary split accordingly — important for CSR utilization certificates and grant reporting where staff costs must be attributed correctly. Salary also flows into your financial statements, so payroll is not a cost that goes missing from the accounts.
Once a payroll run is processed, Sevastack generates individual payslip PDFs for every employee and can send them all in a single action, rather than creating and emailing each payslip manually. Whether that email goes out at all is a setting — HR notification preferences control which leave, attendance, expense and payslip emails your organisation sends.
Yes. New hires get an auto-generated offer letter and structured onboarding, and an existing staff register can be imported in bulk from a spreadsheet. When an employee resigns, it goes through a formal request that HR can accept or reject with notes, followed by a defined offboarding process.
Yes. Employees log into their own portal, available in multiple languages, to view payslips, submit IT tax-saving declarations, and manage their own documents — without emailing HR for routine requests.
No credit card required to open an account. HR and payroll are included from the Starter plan.
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